Resistance to change is opposing modifications that alter the status quo. It stems from fear of the unknown, loss, failure, and disrupted relationships. Lewin's change model involves three steps: unfreezing the current situation, moving to the desired state, and refreezing the new system. Change agents are internal or external professionals who facilitate organizational change through education, participation, negotiation, and addressing resistance. Effective change agents play multiple roles like detective, advocate, counselor, facilitator, and coordinator to manage the change process.

1. PRESENTED BY:-
DIVYA PARMAR
BBA 6TH SEM.

2. “Resistance is an incomplete transition in
response to change”.
Bridges(1986)
Resistance to change is the act of opposing or
struggling with modifications or
transformations that alter the status quo in
the workplace.

3.  Fear of the unknown
 Fear of loss
 Fear of failure
 Disruption of interpersonal relationships
 Personality conflicts
 Politics
 Cultural assumptions and values

4. • Where people lack information or have inaccurate info. And
analysis of the situation.
EDUCATION AND
COMMUNICATION
• Where all the information needed to design the change is not
available and where others have considerable power to resist.
PARTICIPATION
AND INVOLVEMENT
• In situations where people are resisting because they have
adjustment problems .
FACILITATION AND
SUPPORT
• There are chances of someone or some group losing out in a
change and where that group has considerable power to resist.
NEGOTIATION AND
AGREEMENT
• Situations where other tactics will not work or are too expensive.
MANIPULATION
AND CO-OPTATION
• Where speed is essential and the change initiators possess
considerable power.
EXPLICIT AND
IMPLICIT COERCION

5. Lewins change model:
According to Kurtz Lewin’s Force field model
effective change occurs by unfreezing the
current situation ,moving to a desired
condition and the refreezing the system so
that it remains in the desired state.
 Unfreezing
 Moving
 Refreezing

6. “Person who act as catalysts and assume the
responsibility for managing change are called
change agents.”
 Internal change agent (often an HRD
professional)
 External change agent (consultant)

7. 1. The Detective : Implementing change is
rarely as straight forward as executing
obvious activities.
2. The Advocate: Every organizational change
needs someone who speaks in favor of it.
3. The counselor: Change happens when
individuals alter their own activities ,
behaviors and attitudes

8. 4.The Facilitator:As a facilitator change agent
has to design systems ,tools ,forms and
processes to enable people to succeed as
they go through change.
5. Facilitating the process: Change agents
need to be able to convince all individuals
involved, why change is necessary.
6. Coordinator: Change agents needs to make
sure that other systems support the change
that they are trying to bring about.

9. THANK YOU